User:ChiefofEngineering/sandbox

Articles of interest

1. Sex differences in education
2. Sexism in academia
3. Nobel Prize
4. Sexism in the technology industry
5. Women in engineering in the United States
6. Women in STEM fields

Major contribution assignment first draft

Copied from Sexism in academia: "This study illustrates that women are overrepresented at the undergraduate and part-time faculty levels, but underrepresented as full-time and tenured professors. Since the mid 1970s, the pay gap has remained the same; women in academia have been paid 80% of the average salary for a man, in part due to their underrepresentation among full-time and tenured faculty. In 2011, at all types of academic institutions, female full professors had a salary disadvantage of 12%, and female associate and assistant professors had a disadvantage of 7%."

Also work in the section regarding pregnancy in academia.

Tenure

Women are underrepresented in tenured positions. From 2001 to 2009, women averaged 35% of full-time faculty with tenure at higher education institutions in comparison to men's average of 50%. In non-tenure-track positions, women averaged 43% against men's 32%. A case study performed by the University of Pennsylvania's Department of Labor studies attributes a majority of this gap to family commitments and the bias avoidance strategies they create. It takes at least seven years for a faculty member to be considered for the position of associate professor with tenure. This strict system limits caregiving and familial commitments until tenure is achieved, so faculty members may choose to delay marriage, parenthood, etc. until the desired position is acquired. The careers of female academics, in particular, are greatly hindered, one of the reasons being that the workplace favors a male's career path. The travel, possibility of relocation and 60-hour work weeks limit participation of females with conflicting familial commitments. However, for those who choose to pursue both a family and a career, women continue to outperform men in child care thereby furthering the limitations of their success. The challenges associated with balancing work life and family life raise questions regarding the influence both marriage and motherhood have on the academic/faculty positions available to wives and mothers among colleges and universities. Despite the increased support for family-friendly policies in the academic workplace, many have yet to be utilized fully. Despite the support for paid parental leave, tenure-clock stoppage and flexible schedules, few faculty members, of both sexes, choose to take advantage of these policies for fear of being penalized by their departments despite institutional approval.

Major contribution assignment edit

Is this completely neutral?

Is this grammatically correct?

Tenure

Women are underrepresented in tenured positions. From 2001 to 2009, women averaged 35% of full-time faculty with tenure at higher education institutions in comparison to men's average of 50%. In non-tenure-track positions, women averaged 43% against men's 32%. A case study performed by the Pennsylvania State University in 2006 studies attributes a majority of this gap to family commitments and the bias avoidance strategies obstacles they create. It takes at least seven years for a faculty member to be considered for the position of associate professor with tenure. This strict system limits caregiving and familial commitments until tenure is achieved, so faculty members may choose to delay marriage, parenthood, etc. until the desired position is acquired. The careers of female academics, in In particular, the careers of female academics are greatly hindered, one of the reasons being that the workplace favors a male's career path. The travel, possibility of relocation and 60-hour work weeks limit participation of females with conflicting familial commitments. However, for those who choose to pursue both a family and a career, women continue to outperform men in child care thereby furthering the limitations of their success. The challenges associated with balancing work life and family life raise questions regarding the influence both marriage and motherhood have on the academic/faculty positions available to wives and mothers among colleges and universities. Despite the increased support for family-friendly policies in the academic workplace, many have yet to be utilized fully. Despite the support for paid parental leave, tenure-clock stoppage and flexible schedules, few faculty members, of both sexes, of either sex choose to take advantage of these policies for fear of being penalized by their departments despite institutional approval.

Major contribution assignment second edit

Tenure

Women are underrepresented in tenured positions. From 2001 to 2009, women averaged 35% of full-time faculty with tenure at higher education institutions in comparison to men's average of 50%. In non-tenure-track positions, women averaged 43% against men's 32%. A case study performed by the Pennsylvania State University in 2006 attributes a majority of this gap to family familial commitments and the obstacles they create. It takes at least seven years for a faculty member to be considered for the position of associate professor with tenure. This strict system limits caregiving and familial commitments family responsibilities until tenure is achieved, so faculty members may choose to delay marriage, parenthood, etc. until the desired position is acquired. In particular, the careers of female academics are greatly hindered, one of the reasons being that the workplace favors a male's career path. (I need to find a way to reword the previous sentence.) The travel, possibility of relocation and 60-hour work weeks strenuous work schedules limit participation of females with conflicting familial commitments due to family conflicts. However, for those who choose to pursue both a family and a career career and a family, women continue to outperform men in child care thereby furthering the limitations of their success. The challenges associated with balancing work life and family life raise questions regarding the influence both marriage and motherhood have on the academic/faculty positions available to wives and mothers among at colleges and universities. Despite the increased support for family-friendly policies in the academic workplace, many have yet to be utilized fully fully utilized. Despite the many academies support for paid parental leave, tenure-clock stoppage and flexible schedules, few faculty members of either sex choose to take advantage of these policies for fear of being penalized by their departments despite institutional approval. the institution's approval.

Major contribution assignment third edit

Tenure

Women are underrepresented in tenured positions. From 2001 to 2009, women averaged 35% of full-time faculty with tenure at higher education institutions in comparison to men's average of 50%. In non-tenure-track positions, women averaged 43% against men's 32%. From 2001 to 2009, men at higher education institutions, averaged 50% of full-time faculty with tenure while women averaged 35%; in non-tenure track positions, the averages were 32% and 43%, respectively. A case study performed by the Pennsylvania State University in 2006 attributes a majority of this gap to familial commitments and the obstacles avoidance strategies they create among faculty members. It takes at least approximately between five to seven years for a faculty member to be considered for the position of associate professor with tenure. This strict system limits caregiving and family responsibilities until tenure is achieved, so faculty members may choose to delay marriage, parenthood, etc. until the desired position is acquired. In particular, the careers of female academics are greatly hindered, one of the reasons being one of the reasons for which is that the workplace favors a male's career path. The travel, possibility of relocation and strenuous work schedules limit participation of females due to family conflicts. However, for those who choose to pursue both a career and a family, women continue to outperform men in child care thereby furthering the limitations of their success. The challenges associated with balancing work life and family life raise questions regarding the influence both marriage and motherhood have on the faculty academic positions available to wives and mothers at colleges and universities. Despite the increased support for family-friendly policies in the academic workplace, many have yet to be fully utilized. Despite many academies support for paid parental leave, tenure-clock stoppage and flexible schedules, few faculty members of either sex choose to take advantage of these policies for fear of being penalized by their departments despite the institution's approval.

Major contribution assignment final draft

Women are underrepresented in tenured positions. From 2001 to 2009, women averaged 35% of all full-time faculty with tenure and 43% of all full-time faculty in non-tenure track positions in comparison to men's 50% and 32%, respectively. A case study performed by the Pennsylvania State University in 2006 attributes a majority of this gap to familial commitments and the avoidance strategies they create among faculty members. For instance, it takes approximately between five to seven years for a faculty member to be considered for the position of associate professor with tenure; this system limits caregiving and family responsibilities until tenure is achieved, so faculty members may choose to delay marriage, parenthood, etc. until the desired position is acquired. In particular, the careers of female academics are greatly hindered because the workplace tends to favor a male's career path. The travel, possibility of relocation and vigorous work schedules limit the participation of females due to family conflicts. A 2006 national survey, reported 16% of female faculty remained single because they did not have time for both a family and a successful career; of the female faculty who were parents, 17.2% chose to have one child but delayed even considering another until they had acquired their desired position. These challenges associated with balancing work life and family life raise questions regarding the influence both marriage and motherhood have on the academic positions available to wives and mothers at colleges and universities. Despite the increased support for family-friendly policies in the academic workplace, few have yet to be utilized fully. Many academies support paid parental leave, tenure-clock stoppage and flexible schedules; however, few faculty members of either sex choose to take advantage of these policies for fear of being penalized by their departments despite the institution's approval.

Annotated bibliography

MLA:

Antecol, Heater, et al. "Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?" American Economics Review, vol. 108, no. 9, 2018. Google Scholar, pubs.aeaweb.org/doi/pdfplus/10.1257/aer.20160613. Accessed 17 Oct. 2018.

APA:

Antecol, H., et al. "Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies?" Retrieved from https://pubs.aeaweb.org/doi/pdfplus/10.1257/aer.20160613.

Heater Antecol, Robert Day School of Economics and Finance, Claremont McKenna College, in her article “Equal but Inequitable: Who Benefits from Gender-Neutral Tenure Clock Stopping Policies” (2018), argues that gender-neutral tenure clock-stopping policies negatively affect female tenure rates while positively impacted men’s. The author claims that the underrepresentation of women in high-skilled professional fields can be greatly attributed to a family gap. The author focuses on the fact that promotion generally takes place at the beginning of a career, thereby reducing the probability of promotion among women having children because early productivity fails. The author focuses this idea on universities where tenure decisions are bound by a fixed time-set in order to showcase that women in academia vying to tenure are greatly disadvantaged. The author chooses to examine the gender-neutral tenure clock stopping policies in order to determine whether or not this policy, currently being adopted by many universities, is truly a benefit or rather another hinderance. The author’s audience appears to be anyone interested in gender-neutral tenure clock stopping policies as well as anyone interested in better understanding the system itself and its pros and cons. This source will contribute to this project’s discussion regarding potential solutions to the gender inequalities present in tenure positions.

MLA:

Bassett, Rachel H. Parenting and Professing: Balancing Family Work with an Academic Career. Google Books, Vanderbilt University Press, 2005, pp. 1-5, books.google.com/books?id=tKv1D26YYLEC&lpg=PR11&lr&pg=PR11#v=onepage&q&f=false. Accessed 10 Oct. 2018.

APA:

Bassett, R. H. Parenting and Professing: Balancing Family Work with an Academic Career. Retrieved from https://books.google.com/books?id=tKv1D26YYLEC&lpg=PR11&lr&pg=PR11#v=onepage&q&f=false.

Rachel Bassett, graduate of the University of Kansas, in her book, Parenting and Professing: Balancing Family Work with an Academic Career (2005), proposes that the examination of parenting issues in the academic workplace is an important issue for parents in academia as well as feminists and social scientists researching work-family issues. The author outlines the theoretical advantages of an academic career before emphasizing the challenges that academics truly face. The author chooses to focus on the challenges faced mainly by women in academia in order to showcase the impact of childbearing on their careers and the disadvantages/challenges it creates. This informative piece appeals to an audience of family-oriented female academics and feminists, as its focus encompasses the challenges faced by women, specifically mothers, in the academic workplace. It will contribute to the claims made in this project regarding familial commitments and the obstacles they create for women in academia.

MLA:

Curtis, John W. "Persistent Inequity: Gender and Academic Employment." American Association of University Professors, 11 Apr. 2011, pp. 22-23, www.aaup.org/NR/rdonlyres/08E023AB-E6D8-4DBD-99A0-24E5EB73A760/0/persistent_inequity.pdf. Accessed 3 Oct. 2018.

APA:

Curtis, J. W. "Persistent Inequity: Gender and Academic Employment." Retrieved from https://www.aaup.org/NR/rdonlyres/08E023AB-E6D8-4DBD-99A0-24E5EB73A760/0/persistent_inequity.pdf.

Curtis, J. W. "Persistent Inequity: Gender and Academic Employment." Retrieved from American Association of University Professors, in his article “Persistent Inequity: Gender and Academic Employment” (2011), examines the disparities between men and women in academic employment. The author disputes the notion of equitable policies among academic institutes in order to highlight the lesser-known inequalities present in the academic workplace among both colleges and universities. The author focuses on the present gender gaps in faculty employment, leadership, faculty salary and work. The author presents relevant statistics for each focus area and emphasizes their individual importance. The author’s audience appears to be anyone concerned with gender equality in academia. This source and its statistics will contribute to this project’s present information regarding gender inequalities among academic institutions.

MLA:

Drago, Robert, et al. "Bias Against Caregiving." Academe, vol. 91, no. 5, Jan. 2005. EBSCOhost, echo.louisville.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ718750&site=ehost-live. Accessed 3 Oct. 2018.

APA:

Drago, R., et al. "Bias Against Caregiving." Retrieved from http://echo.louisville.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=eric&AN=EJ718750&site=ehost-live.

Robert Drago, professor of Labor Studies and Women’s Studies at Pennsylvania State University and a professorial fellow at the University of Melbourne, in his article “Bias Against Caregiving” (2005), argues that the present gender inequalities relating to tenure in the academic workplace can be attributed to the obstacles childbearing and familial commitments create for women faculty members on the tenure-track. The author focuses on the demanding path to tenure and the obstacles it creates for women faculty members in terms of marriage, child-rearing, etc. He focuses on the “avoidance strategies” many women choose to pursue – delaying marriage and parenthood – until they achieve the desired position. The author chooses to focus on the effects of familial commitments of women on the tenure-track in order to showcase the disadvantages placed on women in the academic workplace in comparison to men. This informative piece appeals to university/college female faculty members as well as feminists as its focus is on the obstacles faced by women professors and those on the track to tenure. This article will contribute to this project’s portion regarding pregnancy and its affect on women in academia seeking tenure positions.

MLA:

Fothergill, Alice, et al. "'I've Worked Very Hard and Slept Very Little': Mothers on Tenure Track in Academia." Journal of the Association for Research on Mothering, vol. 5, no. 2, 2003, pp. 7-8.

APA:

Fothergill, A., et al. "'I've Worked Very Hard and Slept Very Little': Mothers on Tenure Track in Academia." Journal of the Association for Research on Mothering, 5, 7-8.

Alice Fothergill, in her article “‘I’ve Worked Very Hard and Slept Very Little’: Mothers on Tenure Track in Academia.” (2003), argues that the increase of women in the work force has impacted families and familial responsibilities; working-class women, essentially, have two jobs: one in the workforce and one in the home. The author focuses on women in tenure-track positions at colleges and universities. The author states the theoretical flexibility of these careers appeals to women wanting both a career and a family; however, the author is quick to refute this idea and states that female academics’ careers are greatly hindered by familial conflicts. The author focuses on the hindrances many women in academia face and asserts that the academic workplace favors a male career model due to the 60-hour work weeks, travel and possible relocation. By focusing on the familial conflicts faced by many women in academia, the author targets both feminists and sociologists who are seeking to determine the effect of occupational shifts, specifically in academics, on families. This source will be an excellent contribution when discussing the hinderance of female academics’ careers by family life and familial commitments.

MLA:

Mason, Mary Anne, et al. "Why Graduate Students Reject the Fast Track." American Association of University Professors, 2009, www.aaup.org/article/why-graduate-students-reject-fast-track#b1. Accessed 12 Oct. 2018.

APA:

Mason, M., et al. "Why Graduate Students Reject the Fast Track." Retrieved from https://www.aaup.org/article/why-graduate-students-reject-fast-track#b1.

Mary Ann Mason, professor in the Graduate School of Social Welfare at the University of California, Berkley and co-director of the Berkley Law Center for Health, Economic and Family Security, in her article “Why Graduate Students Reject the Fast Track” (2009), argues that research universities may be losing some of their brightest and most-talented tenure-track academics before they even begin the track itself. The author focuses on the survey responses of over eight thousand doctoral students at the University of California. The author chooses to focus on the bad reputation awarded to the academic tenure track: an unrelenting and inflexible schedule with little to no room for a family. The author includes statistics/responses from both male and female students in order to illustrate the gravity of this issue. By including statistics for both male and female students, the author is able to highlight the concerns predominantly held by each gender and the effect those concerns have on their career outlooks. The author’s audience is anyone pursuing a career in the academics who wants to know the advantages and disadvantages to the career. This source will contribute greatly to this project regarding the choices made by female academics on the tenure-track as influenced by life interests: marriage, childrearing, etc.

MLA:

Perna, Laura W. "The Relationship Between Family Responsibilities and Employment Status Among College and University Faculty." The Journal of Higher Education, 72 (5), 584-611, 2001. JSTOR, www.jstor.org/stable/pdf/2672882.pdf?refreqid=excelsior%3A334b6e7913e8dc9d9f333e8489b729ed. Accessed 1 Oct. 2018.

APA:

Perna, L. W. “The Relationship Between Family Responsibilities and Employment Status Among College and University Faculty.” Retrieved from https://www.jstor.org/stable/pdf/2672882.pdf?refreqid=excelsior%3A334b6e7913e8dc9d9f333e8489b729ed.

Laura Perna, University of Pennsylvania, in her article “The Relationship Between Family Responsibilities and Employment Status Among College and University Faculty” (2001), proposes that marriage and motherhood have a huge impact on the academic positions available to women faculty members. The author focuses on women’s concentration in non-tenure track positions due to familial conflicts in order to highlight the challenges posed by motherhood. The author investigates the relationship between faculty positions and familial responsibilities and its outcomes such as productivity, salaries, etc. The author targets those concerned with faculty status and the limitations posed by both parenthood and child-rearing. This source will be a key focus in this project regarding the effect familial commitments have on female faculty at academic institutions.

MLA:

Williams, Joan C. "How the Tenure Track Discriminates Against Women." The Chronicle of Higher Education, 2000. ERIC: Institute of Education Services, eric.ed.gov/?id=EJ903572. Accessed 16 Oct. 2018.

APA:

Williams, J. C. "How the Tenure Track Discriminates Against Women." Retrieved from https://eric.ed.gov/?id=EJ903572.

Joan Williams, professor of law at American University and director of Gender, Work & Family Project, in her article “How the Tenure Track Discriminates Against Women” (2000), argues that women, specifically mothers, in academia are limited by society’s definition of the ideal worker: someone who can relocate quickly and needs no time off for childrearing. The author chooses to focus on the fact that women still perform a majority of the childcare duties present in the home in order to showcase the obstacles many mothers on the tenure-track face. The author argues that many of these mothers end up quitting the tenure-track because they simply do not have the time to fulfill the necessary requirements/professional activities while remaining committed to their familial responsibilities as well. The author targets mainly both women hoping to pursue an academic career and women who are currently in academia, regardless of whether or not they have achieved tenure. The author hopes to enlighten/educate those entering the field about the present disadvantages as well as encourage those already in the field to advocate for this issue as well. This source will be a key focus in this project regarding familial commitments and their effect on women in academia.

Small contribution assignment first draft

Research

The figures present in the Society of Women Engineers' article Degree Attainment look like useful resources for illustrating the underemployment of women faculty in engineering and the contrasting percentages of undergraduate and graduate STEM degrees between men and women.

Small contribution

Despite women having closed the undergraduate degree gap for several STEM fields, social sciences, biological sciences, etc., women constitute approximately 20% of computer science and engineering undergraduate degree holders as of 2015. Likewise, at the master's and doctoral level, the number of STEM degrees obtained by women has increased for most fields; however, only 27% of master's degrees and 23% of doctoral degrees in computer science and engineering are held by women.

Small contribution assignment edit

Despite Researchers note that as of 2015, women having had closed the undergraduate degree gap for several STEM fields, social sciences, biological sciences including both the social and biological sciences, etc., but women constitute only accounted for approximately 20% of the computer science and engineering undergraduate degree holders as of 2015. Likewise, at the master's and doctoral level, the number of STEM degrees obtained by women has had increased for most many fields; however, only 27% of the master's degrees and 23% of the doctoral degrees in computer science and engineering are were held by women.

Small contribution assignment rewrite

Researchers note that as of 2015, women had closed the undergraduate degree gap for several STEM fields including both the social and biological sciences, but women only accounted for approximately 20% of the computer science and engineering undergraduate degree holders. Likewise, at the master's and doctoral level, the number of STEM degrees obtained by women had increased for many fields; however, only 27% of the master's degrees and 23% of the doctoral degrees in computer science and engineering were held by women.